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    BPS - Unit 5

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    Christina Uy
    The document discusses the importance of human resource departments and their functions. It explains that HR focuses on recruiting, hiring, compensating, training, and developing employees. The key functions of HR include staffing, recruitment and selection, placement, training and development, compensation, performance management, and employee relations. It also discusses the strategic nature of HR in aligning the HR function with organizational goals and supporting employees and the organization.

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    BPS - Unit 5

    Uploaded by

    Christina Uy
    131 views5 pages
    The document discusses the importance of human resource departments and their functions. It explains that HR focuses on recruiting, hiring, compensating, training, and developing employees. The key functions of HR include staffing, recruitment and selection, placement, training and development, compensation, performance management, and employee relations. It also discusses the strategic nature of HR in aligning the HR function with organizational goals and supporting employees and the organization.

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    The document discusses the importance of human resource departments and their functions. It explains that HR focuses on recruiting, hiring, compensating, training, and developing employees. The key functions of HR include staffing, recruitment and selection, placement, training and development, compensation, performance management, and employee relations. It also discusses the strategic nature of HR in aligning the HR function with organizational goals and supporting employees and the organization.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    131 views5 pages

    BPS - Unit 5

    Uploaded by

    Christina Uy
    The document discusses the importance of human resource departments and their functions. It explains that HR focuses on recruiting, hiring, compensating, training, and developing employees. The key functions of HR include staffing, recruitment and selection, placement, training and development, compensation, performance management, and employee relations. It also discusses the strategic nature of HR in aligning the HR function with organizational goals and supporting employees and the organization.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 5

    Unit 5 STRATEGIC HUMAN RESOURCE

    Is HR department necessary?

    ………………………………………………………………………………………………………………………………………………………

    ………………………………………………………………………………………………………………………………………………………

    ………………………………………………………………………………………………………………………………………………………

    ………………………………………………………………………………………………………………………………………………………..

    Staffing

     Refers to filling in all organizational job positions and keeping these filled
     Human Resource Unit (HRU) or commonly known as Human resource Department (HRD)

    Job Description – a list of what the Job entails

    Job Specification – a list of kind of people needed for the job

    Essential Parts of JOB DESCRIPTION

     Job Title or position – exact name of the job (e.g. Production Manager, Accounting Clerk)
     Reporting Relationships – job title for the position’s immediate supervisor
     Job Classification – provides rank of the job in comparison to the overall importance of other jobs
     Specific Duties and Responsibilities – describes the function of the job in detail
     Job Specification – sets minimum qualifications for a particular job

    Functions of Staffing

     Recruitment & Selection


     Placement
     Training and Development
     Compensation and Wages
     Reward Systems
     Performance Appraisal
     Employee Movement
     Employee Relations

    BUSINESS POLICY AND STRATEGY: Strategic Human Resource Management


    Human Resource Management

     focuses on recruiting and hiring the best employees and providing them with the compensation,
    benefits, training, and development they need to be successful within an organization
     concerned with how employees are employed and managed in organization
     comprehensive set of managerial activities and task concerned with developing and maintain a
    qualified workforce and human resource.

    Strategic Human Resource

     aligns HR function with the goals of other departments and overall organizational goals.
     the practice of attracting, developing, rewarding, and retaining employees for the benefit of
    both the employees as individuals and the organization as a whole

    STRATEGIC NATURE OF HRM

    TRANSACTIONAL FUNCTION STRATEGIC FUNCTION

    Recruitment Support

    Training Involvement

    Dealing with Issues Development

    Compliance Implementation

    Employee Services Engagement

    Integration

    WORK DESIGN

    BUSINESS POLICY AND STRATEGY: Strategic Human Resource Management


    PHYSICAL/MENTAL INPUTS
    Materials
    Information
    Equipment
    Machines/Facilities

    TASK/
    FUNCTIONS

    HUMAN INPUTS PRODUCTION


    Knowledge OF
    Skills INPUT
    Abilities

    MEASUREMENT

    JOB ANALYSIS

    Selection

    Performance Appraisal

    Training & Development

    Job Evaluation

    BUSINESS POLICY AND STRATEGY: Strategic Human Resource Management


    Career Planning

    Work Redesign

    Human Resource Planning

    Recruitment & Selection

     Recruitment – involves activities related to the development of a pool of applicants

    ELEMENTS OF RECRUITMENT

    1. What are the objectives for hiring?

    REASONS FOR RECRUITMENT:

    1. Replacements for high turnover


    2. Additional manpower for future expansion
    3. Upgrading the caliber of people because positions have become more complex and
    complicated
    4. Hiring to hurt the competitor’s ability to hire top caliber talents
    5. Increase of capability of the firm through people with new sets of skills

    2. How can the company prioritize jobs to fill up?


    3. What kind of candidates does the company look for?
    4. When will recruitment start?
    5. Where will applicants be coming from?
    Sources of Applicants
    o Internal
    o External

    BUSINESS POLICY AND STRATEGY: Strategic Human Resource Management


    6. Who will do the recruiting?
    7. What are the recruitment tools to be used?

    8. How should actual recruitment be done or how will candidates be assessed?


    WAYS TO ASSESS THE CANDIDATES
     Psychological Test
     Interviews
     Skills Test
     Background Check References
     Transcript of Records
    9. What is the primary attraction of the company in order to draw applicants
     Competitive Compensation and Benefits Package
     Career Opportunities
     Excellent Culture
     Highly Reputable Image

    Selection – related to decisions on who to hire from the pool created by recruitment

    Psychological Test

     Mental Ability Test or


    Intelligence Quotient
    (IQ) Test

     Aptitude Test

     Personality test

     Placement - the candidates are now officially hired and signs official contracts.

    BUSINESS POLICY AND STRATEGY: Strategic Human Resource Management

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